Red and Blue

With your job as a manager, how do you handle political opinions and discussions that are being undertaken in the workplace?  You walk a fine line between allowing your employees freedom of expression and dealing with political conflict.  How do you turn down the heat and defuse the situation?

If you are worried that political discussions are getting out of hand, remind your employees that political discussions belong outside work.  You should have harassment policies and harassment complaint systems posted well before election time.  Make sure your code of conduct defines clearly the need to honor diverse beliefs, opinions, values and goals.  There should be a clear and written policy of what is and what not is acceptable.  There should be  guidelines on displaying or distributing material about a political candidate or party.  There needs to be rules about political emails, text messages or blogs that can be allowed or not allowed.  Provide behavioral training for all employees dealing with showing respect to different ideas, beliefs and needs.

If the free speech agreement is raised, explain that the First Amendment does not allow employees to engage in offensive behavior that involves race, color, sex, national origin or religious beliefs.  If any of this is permitted, then there can be a discrimination lawsuit that can be filed on behalf of the party that has the grievance.

What if you’re asked who you are voting for?  It would be best to just say that you’re undecided or that you chose not to discuss it at work. If you would chose to discuss your political views, your employees could make assumptions about you if they know you’re supporting a certain candidate.   A manager should never push a political agenda in the workplace, it could reflect on what they perceive your morals to be or your beliefs.  The employees may question your management skills based on your political choices.  Always keep in mind what impressions your comments may make. 

You do not want to stifle respectful discussions that may involve politics, but because political debates can quickly turn into an argument, step into any situation that is escalating.  Remind them of your policies and immediately defuse the situation.  Draft a memo reminding your employees that political discussions can create controversy and ill will.  State that you want to keep the working atmosphere cordial and to avoid confrontational discussions.  Employers can be held responsible for the actions of their employees.  If there are heated political discussions with name calling and confrontations, they need to be diffused.  If not, there can be decreased morale and interaction of employees and the potential for a lawsuit for harassment or discrimination directed towards you or the company you work for or own.

Employers must work hard to create an atmosphere of goodwill, acceptance and tolerance of other people and their beliefs.  There must also be the realization that there is a fine line between self-expression and harassment of your co-worker.  It’s up to you as the manager, employer or supervisor to show your employees where this fine line is.